The posting
Job Summary The HR Manager is responsible for overseeing and managing the company’s overall human resources functions while serving as a strategic partner to leadership and clients. This role leads end-to-end HR operations, ensures compliance with labor laws, drives effective people management practices, and supports business growth through strong HR services delivery. The HR Manager plays a key role in building a supportive, high-performance, and remote-first workplace culture. This position requires strong leadership, a confident and professional presence, and the ability to manage multiple HR initiatives, including HR services implementation and ongoing client follow-ups. Key Responsibilities 1. Strategic HR Leadership & Management Lead and manage overall HR functions, ensuring alignment with business goals and operational needs Develop, implement, and continuously improve HR strategies, policies, procedures, and SOPs Act as a trusted advisor to executive leadership on workforce planning, organizational structure, and people-related decisions Provide strong leadership and direction to the HR team, ensuring accountability and consistent execution Drive HR initiatives that support a remote, collaborative, and inclusive work culture 2. HR Services & Implementation Manage HR services delivery for internal stakeholders and external clients, ensuring high-quality and timely support Lead HR implementations, including policy rollouts, system/process improvements, and change management initiatives Conduct regular follow-ups with clients and internal stakeholders to ensure HR solutions are effective and aligned with expectations Identify gaps in HR processes and recommend improvements based on business and client needs 3. Workforce Management Oversee workforce planning, and processes for all levels Review and approve job descriptions, salary offers, and prepare employment contracts Ensure smooth onboarding and offboarding experiences, especially for remote employees Support succession planning, internal mobility, and leadership pipeline development 4. Employee Relations & Performance Management Manage employee relations cases, including grievances, disciplinary actions, and conflict resolution Lead performance management cycles, appraisals, and feedback processes Coach and support managers on effective people management, performance improvement, and difficult conversations Conduct investigations when required and recommend appropriate corrective or preventive actions 5. Compensation, Benefits & Payroll Oversight Design, review, and manage compensation structures and benefits programs Evaluate salary adjustments, incentives, and promotions in alignment with performance and market data Coordinate with finance and payroll teams to ensure accurate and timely payroll processing Conduct regular market benchmarking to maintain competitive and fair compensation practices 6. Compliance, Risk & Documentation Ensure full compliance with labor laws, employment regulations, and company policies Manage employee contracts, terminations, and sensitive HR documentation Minimize HR-related risks and support internal or external audits when required Maintain confidentiality and professionalism in all HR matters 7. Training, Development & Employee Engagement Identify training and development needs across the organization Support leadership development and management capability-building initiatives Drive employee engagement, retention, and culture-building programs in a remote environment Conduct exit interviews, analyze trends, and recommend retention strategies Key Competencies & Skills Strong leadership and management skills Confident, professional, and decisive personality Strategic thinking and problem-solving abilities Excellent communication and stakeholder management skills Strong follow-up and execution discipline High level of confidentiality, integrity, and professionalism Strong organizational and analytical skills Requirements Bachelor’s degree in Human Resources, Psychology, Business Administration, or a related field 4–6+ years of progressive HR experience, with at least 2–3 years in a managerial or leadership role Proven experience in HR services delivery and HR implementation projects Strong knowledge of labor laws, HR best practices, and compliance requirements Experience managing overall HR functions in a fast-paced or remote environment Demonstrated ability to work closely with senior leadership and external clients
